der.hans, is there a solution to this and if so what is it? Great piece
by the way.
On 2015-07-22 22:40, der.hans wrote:
Am 22. Jul, 2015 schwätzte Nathan England so:
moin moin,
The company I currently work for has 3 developer position openings and
in 4 months we've had only two candidates apply. That seems to me a
real need for developers. Either that or the job description is too
complicated for them to get past.
( None of this is pointing at any specific person or company, it just
seems like the best place in the thread to mention it. )
There's an open secret about tech unemployment, it's been really low
for
years, even when general unemployment was really high.
Due to this apparently being a secret, we get job descriptions that
list
every technology someone can cut and paste from Internet search
results.
But, since tech unemployment is actually low, it's hard to find
candidates.
In tech we're also usually looking for specialists. Do welding
companies
ask for someone expert in one particular welder? Are there dozens of
brands of welders to choose from such that skills ( from the viewpoint
of
HR ) don't transfer to another brand of welder? Sorry, you only know
java
welders...
So, we have a lack of candidates because people have jobs and don't
need to look around and also because job descriptions are searching for
unrealistic lists of skills while simultaneously focusing on narrow
fields.
Then, when candidates do appear, many get overlooked due to the narrow
field view or lack of buzzwork bingo on their resumes. The habitually
unemployed or new to the field seem are really up against heavy odds,
even
in the low unemployment state we've been in for years.
Even an expert will have a learning curve to learn how your environment
does it. The example I like to give is that if you hire Larry Wall to
join
your Perl team ( or Guido von Rossum for Python or Rasmus Lerdorf for
PHP... ), he will need time to learn how your team works. Granted, if
he
then makes suggestions your team should probably listen intently :).
For entry and junior level positions, look for candidates that are good
at
technology and learning, then give them room to grow into the specific
position. You need that anyway because your environment *is* different.
For senior positions, find those who know the field, then see if you
think
they can become the expert you need. The most likely reason we're
looking
is to do something new :).
Also, please cross-train so when someone does leave the rest of the
team
isn't left with huge gaps in knowledge and experience!
ciao,
der.hans
Nathan
On 2015-07-22 10:45, Keith Smith wrote:
Hi,
I posted for an entry level LAMP developer a week or so ago figuring
I
would find a number of people wanting to break into LAMP development.
What I received was a lackluster response. I was offering $22/hr
1099
with the potential to bill 40 hours a week. I figured by the time
that person pays for health insurance figured at $250/mo, pays he
self
employment tax, and takes some vacation time and holiday time off,
this compensation would be about $18 an hour W2 or $36,000 a year.
Here is the contract description:
I am looking for an entry level LAMP developer. Would like someone
with entry level PHP skills and entry level Linux skills. Stuff like
the ability to add a user, add a sudo user, and configure vhosts on
apache. I will give directions with examples and they will be
working
on a development VPS so if they blow it we just spin up another. As
for PHP skills if this person knows how to write a MySql connection
string and is able to insert, update, delete and list.... this person
could be what I am looking for. This is a maintenance job. This
person would need to know some HTML and CSS. jQuery would be a plus.
This contract could last as long as 2 or 3 years. At that point we
would need to either up the compensation or understand when this
person takes off for other opportunities.
Is the compensation fair? Any ideas why I received such a lukewarm
response?
Your feedback is much appreciated.
Keith
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